A legal training session was held by Proya's Legal Department for the Human Resources Department on February 22. The training focused on key pain points in labor and employment management and also provided techniques on how to manage these pain points. The training aimed to increase Proya's overall expertise in labor and employment and to strengthen our practical skills and risk prevention capabilities in labor and employment compliance management.
We were fortunate to have Lawyer Huang Xinfa, a partner at Zhejiang Zhiren Law Firm, as our esteemed guest for the training session, and he was kind enough to share his valuable expertise with us. Mr. Huang holds several positions, including: a committee member of the Labor and Social Security Law Professional Committee under the All China Lawyers Association; the director of the Labor and Social Security Law Professional Committee under the Zhejiang Lawyers Association; and a practical mentor at Hangzhou Normal University.
As China's labor and employment legal system becomes more robust, companies are required to meet higher labor and employment management requirements. Companies must comply with labor and employment laws and regulations while striving to achieve people-oriented employee management and support. It is of paramount importance for companies to achieve harmonious labor and employment relations by properly preventing and handling potential labor and employment risks.
Drawing upon his more than two decades of professional experience in labor compliance, Mr. Huang elaborated on a plethora of labor and employment issues by citing specific examples and interpretations of relevant laws and regulations. These issues included the issuance of job offers and employee probation management during the recruitment process, as well as performance evaluations during the contract period and matters to keep in mind when negotiating the termination of an employment contract. Furthermore, he provided scenario-based insights on issues related to flexible working, such as salary payments, social insurance and housing provident fund contributions, as well as the protection of employment rights and benefits for female employees.
The training provided the trained managers with insights into relevant regulations and policies, empowering them with techniques to proactively address employment risks and resolve labor disputes. The trainees had positive interactions and extensive communication with Mr. Huang.
The objectives and content of this training were closely tailored to the trainees' requirements and specific circumstances. Through the training, the trainees enhanced their knowledge and skills in labor and human resources management. Furthermore, this training plays a significant role in guiding Proya to establish and maintain standardized labor and employment practices, prevent and mitigate relevant risks, protect the legitimate rights and interests of both the company and our employees, and cultivate a harmonious labor relationship.
In the future, Proya will establish and maintain a robust compliance management system to drive the company's development with sound compliance measures. We will continue to conduct training programs on legal compliance and risk management. The robust compliance management system and ongoing training will lay a solid foundation and provide a strong guarantee for Proya's sound and sustainable development.
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